SOFTware is HARD

The CRAM model suggests to investigate poor performance in a team member in this top-down order : C onstraints - is the member experiencing certain constraints in his/ her life that limits productivity or effectiveness? For example; married, birth, or death of a close one, debt or addiction issues. R esources - are there resource issues that prevents productive contribution? E.g. lack of test environment, IDE, tools, software licenses, hardware. A ptitude - is the team member cut-out for the role? Are there other more suitable roles available? M otivation - is the team member motivated to perform the role or is he/ she just passing time? Is it time to change the role or the job?

Just read about the 4 stages in competence that applies to learning and measuring competencies in new skills. It’s always good to know where one stands for each competency. From the lowest to the highest, they are:   Unconscious Incompetence Individual does not know the required skill/ competence exists, let along the relevance of it. Individual is incompetence and does not know it Call this individual ignorant, clueless To do : Need guidance to identify deficits “Don’t know what you don’t know”   Conscious Incompetence Individual recognises deficit in competency/ skill but is not addressing it/ not able to address it Appreciates the value of the competency/ skill Call this individual a beginner, a learner To do : Offer vast sources of learning resources and even training. Also allow for mistakes. “Know what you don’t know”   Conscious Competence Individual is able to demonstrate basic competency when required and at will Takes conscious effort/ co...

A mindmap review of this book. Flash version can be found here